We’ve seen a lot of new(er) faces lately in our weekly editions of split placements in The Pinnacle Newsletter Blog.

This week, though, there are long-tenured members who are dominating the ongoing placement party in Top Echelon Network. We’re talking about recruiters who have been members for five, 10, or 15 years . . . and even longer than that in certain instances.

As far as we’re concerned, we want everybody in the Network to make splits on a regular basis—New members, new-ish members, and tenured members alike.

Because there ain’t no party like a placement party ‘cause a placement party don’t stop!

As a friendly neighborhood reminder, here is the information that we publish with our weekly placements:

• Names of the split recruiting partners involved (with their profile photos, when available)
• Job title
• Overall placement fee (before TE’s 6% brokerage fee, of course)
• Fee percentage

Please note that the placements listed below reflect deals finalized in Top Echelon Network from Monday, February 21, through Sunday, February 27.

Remember, if you don’t want information related to your Network placements published in The Pinnacle, please send an email to marketing@topechelon.com to that effect.

Congratulations to everybody below for the split placements they made in Top Echelon Network!

This Week’s Top Echelon Split Placements

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Job recruiter: Katie Roth of Mary (Katie) Roth

Candidate recruiter: Joe Cresci of Food Management Search

Job title: CONTROLLER

Overall placement fee: $23,750

Fee percentage: 25%

— — —

Job recruiter: Georgette Sandifer of Gallman Consulting

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: PRODUCTION MANAGER

Overall placement fee: $22,000

Fee percentage: 20%

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Job recruiter: Carol Brinkman of Corporate Resources, LLC

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: BUSINESS ANALYST

Overall placement fee: $19,360

Fee percentage: 22%

— — —

Job recruiter: Darrin Skinner of Howe & Associates

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: CONTROLLER

Overall placement fee: $45,000

Fee percentage: 25%

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Job recruiter: Kristy Staggs of Byrnes & Rupkey, Inc.

Candidate recruiter: Sara Alexandroff of Sterling St. James LLC

Job title: MAINTENANCE TECHNICIAN

Overall placement fee: $13,338

Fee percentage: Flat

— — —

Job recruiter: Douglas Pajak of Alternate Route

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: FIBER OPTICS PRODUCT SPECIALIST

Overall placement fee: $20,010

Fee percentage: 23%

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Job recruiter: Troy Randolph of Lea Randolph & Associates, Inc.

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: SALES REPRESENTATIVE

Overall placement fee: $15,000

Fee percentage: 20%

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Job recruiter: Kristy Staggs of Byrnes & Rupkey, Inc.

Candidate recruiter: Phil Hurd of Oculus Search Partners, LLC

Job title: MAINTENANCE MECHANIC

Overall placement fee: $14,713

Fee percentage: 20%

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Job Recruiter: Michael Agen of New Solutions Group, LLC

Candidate recruiter: David Cuozzo of CrowdSourced Recruiting

Job title: RN HOME HEALTH

Overall placement fee: $12,920

Fee percentage: 17%

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Job recruiter: Veronica Snyder of Career Professionals, Inc.

Candidate recruiter: Eric Berg of JN Adams & Associates, Inc.

Job title: QUALITY MANAGER

Overall placement fee: $28,750

Fee percentage: 25%

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Job recruiter: Adam Krueger of Sun Recruiting, Inc.

Candidate recruiter: Roger Malatesta of Professional Recruiting Consultants, Inc.

Job title: SENIOR PROJECT ENGINEER

Overall placement fee: $26,400

Fee percentage: 22%

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If you’re a newer Network member and you’d like to enjoy more success in our recruiter network, then I encourage you to contact Top Echelon Director of Network Operations Drea Codispoti, CPC/CERS.

You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

Times flies when you’re having fun. And making placements, apparently. But what recruiter doesn’t have fun making placements . . . and split placements, to boot?

Keith Cornelison, President and Owner of Personnel Resources and member of Top Echelon Network, definitely has fun making splits. He’s made 102 Network splits since 2017. Keith has duplicated the feat of Michael Agen of New Solutions Group, who has also made 100 Network splits in five years or less.

Keith, who works in Healthcare and Social Assistance, has generated a cash-in total of $560K. This places in another elite category: those Network members who have billed at least half a million dollars through the Network.

Keith, who finished 10th overall in the Network last year in terms of cash-in, is an importer of candidates in Top Echelon. This means that he has the job order or search assignment in a split placement situation. In fact, he’s had the job 100% of the time during his 102 splits as a Network member.

And as for time flying, Keith did not even realize that he had reached the 100-placement milestone within the Network. In discussing his success, he indicated that Top Echelon Director of Network Operations Drea Codispoti was instrumental in convincing him to join the Network.

“I remember the first time Drea approached me about being in TE to do splits, but I was very hesitant,” said Keith. “I was already using the [Big Biller] software for years and he suggested to give it a try.”

Eventually, Keith became a Network member and practiced one of The Four Pillars of Top Echelon Network: Active Participation. That decision—and the success that he enjoyed because of it—led him to where he is today, which involves an even greater degree of participation.

“I put a couple [of jobs] out there for splits and had success,” he said. “That led me to feeling confident in it, and now I post all my positions in the Network. I rely on the Network for candidates, as I only work on the client side with job openings.”

Keith has learned a lot about the Network and making split placements during the past five years. One of the most important things he’s learned is how integral building and maintaining relationships is in Top Echelon.

The success that Keith has experienced and the relationships and friendships that he’s created make him optimistic about the continued value that he expects to receive from his Network membership.

“I’ve made some great relationships with several TE partners and will continue to utilize [the Network] for all my openings,” he said. “It’s hard to believe that I’ve made 100 splits, but I’m looking forward to making several hundred more with my split partners.”

Congratulations to Keith Cornelison for reaching the milestone of 100 split placements in Top Echelon Network!

(Editor’s note: If you recently reached a Network milestone in Top Echelon, we’d like to hear about it! Send an email to marketing@topechelon.com.)

Yes, the COVID-19 pandemic has changed the nature of the employment marketplace. Specifically, it’s helped to create an even tighter market for talent.

And since it’s a candidate-driven market and candidates have the majority of the leverage, they’re still “ghosting” employers in certain industries. In other words, they’re simply disappearing during various stages of the hiring process. Those stages include the following:

• Phone screen
• Face-to-face interview
• Offer of employment
• First day of work
• After lunch on the first day of work

Once upon a time, renowned industry trainer Barb Bruno, CPC/CTS of Good as Gold Training conducted a webinar as part of Top Echelon’s Expert Recruiter Coaching Series. The title of that webinar was “Recruiter Ghostbusting – Who Ya Gonna Call?”

During that webinar, Barb presented the top 10 reasons why candidates ghost during the hiring process:

#1—They’re too nervous and panicked, so they don’t show up.

#2—They’re not sure they’re qualified for the opportunity.

#3—The company or organization is not one that they prefer.

#4—They have other interviews lined up that interest them more.

#5—They’re close to accepting another offer.

#6—They saw negative reviews about the company or organization on the Glassdoor website.

#7—They feel that the opportunity is a lateral move.

#8—They don’t see advancement potential.

#9—They’re not sure of the company culture.

#10—They used the interview to secure a counter-offer from their current employer.

From a recruiter’s perspective, of course, none of these are good reasons. They’re just the top 10 reasons.

That being said, how do you prevent this from happening? The answer lies in the recorded version of Barb’s webinar, which is available on the Top Echelon website. Below is the official description of this training video:

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It’s not that uncommon for a candidate to ghost their interview with you, or worse yet, no-show an interview with your client.

Or how about candidates who ghost a final interview or just don’t show up for their first day of employment?

Then there are candidates who show up on the first day, go to lunch, and don’t bother to come back to work.

You can write this off to bad behavior of candidates or you can become a GHOSTBUSTER!

Barb conducts weekly calls for hundreds of job seekers and can provide great insight to help you solve these issues. During this training video, she discusses the following:

• WHY candidates GHOST interviews with you – and Ghostbusting Solutions
• WHY candidates GHOST interviews with your clients – and Ghostbusting Solutions
• WHY candidates GHOST their first day of employment – and Ghostbusting Solutions
• WHY candidates GHOST their job after lunch – and Ghostbusting Solutions

It’s time to become a PROACTIVE Ghostbuster so you can close more placements and fills!

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Click the link below to watch this training video:

Watch this FREE training video!

Remember, if you have questions about this training video, your Top Echelon Network membership, or about how you can enjoy more success in the Network, contact Top Echelon Director of Network Operations Drea Codispoti, CPC/CERS.

You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.